• Phan Thanh Ý Nhi GBS190831

• Cao Thế Toàn GBS18809

• Nguyễn Thanh Dạ Nguyệt GBS18911
• Nguyễn Thị Hồng Cẩm GBS 19O517
• Nguyễn Ngọc Thùy dương GBS18911
 Definition of Human Resource Function

Human resources are connected with all aspects of the way to manage and employ in an organization.
❖ The actions of strategic human resources management
❖ Understanding management
❖ capital management
❖ corporate social responsibility
❖ resourcing( selection HR, recruitment method process, training, etc)
❖ evaluate performance of employee
❖ reward and punishment
❖ learning and expansion.
Human resources function is supply consulting services for business which allow firm and immediate managers to
accomplish their business from people.
 The Goals Of Human Resources Function

The golds of HRM are to:

➢ It enables business to gain its objective through developing and performing HR strategies and business strategy
are integrated.
➢ It contributes to support development with high performance culture in the company when human resources
management determines on hire workers who are implemented with the requirements of the company.
➢ Employees are required to have skilled, talented and qualified that organization needs. Make a good
relationship between management and employees and a atmosphere of mutual believe.
➢ In a company, the management and the employees create good relationships when the employees achieve and
accomplish offers from the manager. Finally, human resources management needs an ethical method.
 Role of Human Resource Function

➢ Members of human resources function support insight, services,

leadership and advice that relates to development, punishment, labour,
improvement, and relationship between employers and employees.
➢ The contribution of an environment to enable people to raise
participation by allowing employees to make the best use of their ability,
realize their potential to recieve of both the firm and themselves and get
satisfaction from their work.
 Responsibilities of Human Resource (HR) Function

The Role of HRM are to:

➢ Hiring and recruiting which is most essential in responsibilities of HR function, Human resources
department require to select, interview and recruit employees for suitable positions.
➢ Training and developing are paramount importance in responsibility of HR function, both new
employees and current employees need training programs through the human resources department.
They combine with the leader to find out the labour’s needs.
➢ Handling compensation, human resources department should deal with payroll and they need to pay
on time.
 Responsibilities of Human Resource (HR) Function

➢ Employee benefits in responsibilities, human resources department

oversees all things of workers well-being, they support employees such as
health and identical insurance.
➢ Corporate social responsibility (CSR) and legal, human resources
department has a response for explaining and applying the employees
law including environment problems or equal employment, etc.
➢ Employee relationship, human resources department deals with the
relationship between managers and workers.
 The benefits of different HMR practices within an organization
for both the employers and employees

Benefits of employers
Members of the HR function provide insight, leadership, advice, and services on matters affecting
the management, employment, learning and development, reward and well-being of people, and
the relationships between management and employees. Importantly, they contribute to the
achievement of organizational effectiveness and success. The basic role of HR is to deliver HRM
services. But it does much more than that. It plays a key part in the creation of an environment that
enhances engagement by enabling people to make the best use of their capacities, to realize their
potential to the benefit of both the organization and themselves, and to achieve satisfaction
through their work. Increasingly, the role of HR is seen to be business-oriented – contributing to the
achievement of practice established by their research suggests that ‘contextual variables dictate
different roles for the function and different practices of people management.
Benefits of employees:
Members of the HR function provide insight, leadership, advice, and services on matters affecting
the management, employment, learning and development, reward and well-being of people, and
the relationships between management and employees. Importantly, they contribute to the
achievement of organizational effectiveness and success. The basic role of HR is to deliver HRM
services. But it does much more than that. It plays a key part in the creation of an environment that
enhances engagement by enabling people to make the best use of their capacities, to realize their
potential to the benefit of both the organization and themselves, and to achieve satisfaction
through their work. Increasingly, the role of HR is seen to be business-oriented – contributing to the
achievement of practice established by their research suggests that ‘contextual variables dictate
different roles for the function and different practices of people management.
 Recruitment
In any company or business manpower is always the most valuable
asset. it determines the success and strength of the business so
employers are always looking for ways to recruit the right people and in
the right position that businesses need to maximize the productivity of
their employee's activities as well as achieving efficiency for the
company.

Internal External
Recruitment Recruitment
 1.Internal Recruitment:

Internal recruitment is the business that employs and promotes human resources within its
organization. Businesses use the employee's stored database such as personal information,
resume, work history, knowledge, qualifications, habits, hobbies. From these databases, the
HR department will analyze the employee's potential flange. From there, arrange a new
position in accordance with the needs of the business but still ensure that employees still
promote the right and maximum capacity.
 Advantages and Disadvantages of Internal
Recruiting

• Disadvantages
• Internal fighting is likely to occur. For example,
employee A and employee B work in copany C with

•• Increasing
m motivationAdvantages
for employees in the business (For
equal time and competence but employee A is
promoted and employee B is not allowed, leading
to conflict between employees. in company
example, employees who work longer and more •  Employees who are not promoted will lose
experienced will be promoted)
confidence in the company because they have
• Increasing employee loyalty to the business
worked for so long and devoted too much to the
• Recruitment costs will be saved because there is no need
company, but why are coworkers and themselves
to advertise on vacancies.
not?
• Existing employees in the company have a clear • Some employees will oppose their colleagues
understanding of the nature of the work, the working
about their new position. For example: Employee A
environment, the culture of the company so the cost of
is a manager and an employee B is a deputy
training new employees will be reduced.
manager but after a period of effort and
• Reduce the risk for the company because of the
dedication, employee B becomes deputy director.
personality and working style of its employees, the
then the fact that employee A cannot accept
company already knows
employee B over his position in position
• Using strategic resources within a company can
lead to a lack of diversity and a lack of new ideas
for company strategies
 2. External Recruitment:
External recruitment is to search and select candidates from outside to fill vacancies in the company.

Advantages and Disadvantages of External

Recruiting

Advantages:
• Recruiting external employees
brings new culture, new
perspectives and new ideas to
the company.
• There are more potential
candidates to help businesses
increase their chances of finding
the right people for a vacant job.
• Have the ability to grow beyond
competitors when selecting new
talents and from other
businesses
Disadvantages:
• Recruiting new employees may not be as
competent as interviews or ideas, and
the outlook may conflict with existing
employees.
• There is a possibility that employee
productivity will decrease as the
promotion rate in the organization
decreases.
• Employers will have to spend a lot of
time and money to train new employees
 Selection
Selection is the
.process of
identifying and Each employee plays an important role in the maintenance and development of
a business. Therefore, it is extremely important to choose the right people for
selecting the the right job. It's like putting them in the right place where they can develop
themselves. hiring an inappropriate employee can affect overall business
right candidate results, so a strong hiring and selection process needs to be developed. The
process must reflect the professionalism of the company. It demonstrates the
for that job. maturity of the organization in attracting and recruiting appropriate talent.
What it means is that an effective process is to help find a group of talented
people proactively. Of course, it can take a lot of time and money.

Evaluation and control
Evaluation and control are the final stages of
the hiring process. It is an expensive process.
Therefore, the hiring process must be
thoroughly evaluated. The costs incurred
during the hiring process are usually Salaries
to the Recruiters, Administrative costs and
recruitment costs, Costs incurred, Advertising
costs and agency fees, Time for the
Management and the Professional engage in
job descriptions and conducting interviews.
Recruitment plan:
The hiring plan is the first step in the hiring process, where vacancies are analyzed and described.
Potential candidates need qualifications and experience with the ability to take on the responsibilities
necessary to achieve organizational goals. Recruitment plans have activities such as Determine vacancy,
Job analysis, Job description, Job specification, Job evaluation.
Recruitment strategy :
The hiring strategy is the second step in the hiring process. It is a strategy prepared to recruit
potential resources for the organization. The operational steps to develop a hiring strategy
include: Setting up a board team, Analyzing HR strategy, Collection of available data, Analyzing
the collected data, Setting the recruitment strategy.
Search for suitable candidates
Search is the process of recruiting resources that match the requirements of the job. There
are two sources of recruitment.
Internal recruiting sources refer to the recruitment of employees in the organization
through Promotions, Transfers, Former Employees, Internal Advertisements (Job
https://www.tutorialspoint.com/recruitment_and_sel Posting), Employee Referrals, Previous Applicants.
External recruiting sources refer to the employment of employees outside the organization
ection/recruitment_process.htm
through Direct Recruitment,Employment Exchanges, Employment Agencies,
Advertisements, Professional Associations, Campus Recruitment, Word of Mouth.
Refinements / Shortlist
Screening is the process of filtering applications of candidates to keep their selection. It is
an integral part of the hiring process that eliminates unqualified or unrelated applicants.
The recruitment screening process consists of three steps: Reviewing of Resumes and
Cover Letters, Conducting Telephonic or Video Interview, Identifying the top candidates.
 The types of personnel recruitment tests .

Job Checking the Cognitive Emotional

honesty, ability tests,
knowledge Intelligence
discipline, General

tests. ethics. Capacity Test tests (EI)

(GAT).

https://resources.workable.com/tutorial/pre-

employment-tests

Skills assessment
tests, practical
Physical ability
skills, soft skills, Personality
tests(strength and
hard skills. tests
endurance)
 II/ Apply
History: When it was founded in March 2004, Mobile World chose an early e-commerce model with a product
information website and three small shops on Hoang Van Thu Street, Ho Chi Minh City for delivery.
In October 2004, the company changed its business model, invested in a large retail store on Nguyen Dinh Chieu
Street and became profitable.
As of March 2006, Mobile World has a total of 4 stores in Ho Chi Minh City.
In 2007, the company succeeded in calling for investment capital of Mekong Capital and rapidly grown in size, reaching
40 stores in 2009.
At the end of 2010, Mobile World expanded its business into consumer electronics with the trademark Dienmay.com
(now renamed Dienmayxanh.com).
By the end of 2012, Mobile World has a total of 220 stores in Vietnam.
In May 2013, Mobile World received investment from Robert A. Willett, former CEO of BestBuy International and CDH
Electric Bee Limited.
In 2017, Mobile World Joint Stock Company conducted a merger and acquisition of Tran Anh electronics retail system.
In October 2018, the merger was completed. A total of 34 Tran Anh supermarkets will be removed and replaced with
the Dien Dien Xanh sign, the website of Tran Anh has also changed its operation to dienmayxanh.com.
March 2018. Mobile World acquires 40% of the capital of the pharmaceutical chain Phuc An Khang. Later changed its
name to An Khang Pharmacy December 2018. Mobile World closed the Vuivui e-commerce website
VISION:

2. Vision,mission,objective
- MWG 2020 is the most powerful multi-industry retail group, having the No. 1 position in the field of e-commerce.
- MWG continuously improves to bring customers the most interesting and satisfying experience based on the
customer-focused and Integrity-based culture.
- MWG provides a comfortable life for employees, high profits for long-term investors and contributes to the welfare
of the community.
MISSION:
- The mobile world is committed to placing customers center in all its thoughts and actions.
- Mobile World is committed to providing its employees with an respect and faired work environment.
- The mobile world is committed to giving management: A fair PLAYGROUND to compete for talent / A
commitment to a personal life / A social position that is respected by others.
- The mobile world is committed to giving its partners RESPECT.
- The mobile world is committed to giving investors the enterprise value that never ceases.
- Mobile World is committed to contributing to the community through the creation of thousands of jobs and full tax
contributions to the state budget.
OBJECTIVE :
The core values ​operate throughout all activities, spread from the Board of Directors to every employee in Company
• Forcus with customers
• Honest
• Integrity
• Responsibility
• Love and team support
• Blood fire at work
 HRM in Mobile World (The Gioi Di Dong)
Request candidates:
• Applicants between the ages of 18 - 30 with high school / college / university qualifications can apply and
work at Mobile World in many different departments and positions.
• Responsible in work and collective spirit.
• Proficiency in office informatics (good English is an advantage)
• Ability to communicate, react quickly and handle situations well.
• For different positions will require different specialized knowledge and experience
For example:
• With programmer position. Mobile world requires candidates:
Proficient in C #, HTML, CSS, Javascript, SQL.
Understanding framework React, Angular, Bootstrap.
Experience in NoSQL, Big Data, optimizing and speeding up website
• With a sales consulting position. Mobile world employees have good customer communication skills
The ability to handle situations quickly
Consulting, support, customer service to visit and shop
Help customers answer questions and guide customers to use the service
 Remuneration for employees:

• Good salary (Tet bonuses up to 3 months, 2019 figures)

• Opportunity 6 months to management, no qualifications required
• Full benefits: health insurance, social insurance, health insurance
• Buy phones, electronics preferential staff prices
• Special regime for maternity
• 12 days leave
• Vacation at home and abroad. teambuilding every year
Payroll and salary
calculation of
salesperson in 1 month
 Why choose us?

• 1 Don't focus on experience as long as you love to serve customers

• 2 Empower young people, the opportunity to manage in just 6
months
• 3. Awarded HR Awards for three consecutive years, Top 50 companies
with the best working environment in Vietnam
 Working environment in Mobile World :“People go to work for two things, first for
pay and for motivation. If not, then it is difficult to be religious. ”
Work culture:
• The staff working in Mobile World are all very young. So the working environment is
quite comfortable and constantly innovating. After 2 months of training, candidates
will officially become Mobile World in a youthful and dynamic environment.
• Managers and leaders are always ready to listen and support staff. So that the
working time is most appropriate and resolves outstanding issues internally. “In
Mobile World, the decision maker is the one who understands the most, not the
leader. And they are trusted to make those decisions. ”- This is the reverse pyramid
model applied in Mobile World. Make it hard for staff to give up and skip jobs.
 Examination Process of Mobile World

Round 1: Application: Candidates can apply online on the supermarket system. Or candidates can directly fill out and
apply at the stores and supermarkets of Mobile World in need of recruitment.
Requirements: candidates only need to honestly answer the questions. And meeting the basic requirements of the
position you are applying for can easily pass this round.
 Round 2: Test essay
• The questions are quite abstract
• For example, "List the value of a smile". Or the interviewer will give a picture and ask candidates to
express their feelings about the image
•  Another type of question is to pose a situation to test a candidate's quick response. For example, with
a salesperson position: “Where customers bring the machine. They are not satisfied with the advice
and want to return the device, what do you do? ”
• Each person will have a different answer. However, the answer shows your professionalism, to avoid
lying. This round most candidates can easily pass. Because the requirements in this test round are not
too high.
• Dressed politely, appearance also brings quite a lot of advantages for candidates.
• If allowed to continue to the third round. The mobile world will call to notify candidates for interviews
about 2-3 days later.
Round 3: Direct interview
• You will meet different interview styles in different areas. You can interview in person or through skype.
Can you tell me the questions yourself? How when my colleagues make mistakes ?....
HR MANAGEMENT TRAINEE 2020:
WHERE DOES IT HUMAN RESPECT?
• Mobile World has always focused on training employees from the professional to the corporate culture, especially
always opening soft skills classes to help employees develop their careers in the future.
• In addition, Mobile World is always interested in creating a dynamic working environment, a place where every
employee is dedicated, respected and has many opportunities for promotion.
• In 2020, we decided to build more programs for students to have the opportunity to study and train here. In which,
the MWG HR MANAGEMENT TRAINEE program will seek and train potential candidates for Mobile World Human
Resources.
• Not just the rounds, but in each round we are designed to bring practical and valuable experiences for you to attend.
• The first session of the program will be the Company Tour - the location is MWG Headquarters in District 9 with
facilities & workspaces bringing comfort, dynamism and creativity. At the same time, you will have time to exchange
and share orientation with experts in the company.
• In the next round, you will work with mentors to help you perfect your CV, discover your buddy's strengths and
weaknesses, and pass interviews.
• Having been officially selected to enter the program, you will have tailor-made, parallel skills training classes that are
passed on from professionals in your chosen field. At the end of 04 months of probation, you will have the
opportunity to become an official member of Mobile World Group - the leading retail corporation in Vietnam.